Frequently Asked Questions

Frequently asked questions about the performance management process are listed below. Please reach out to Sara San Souci (x6323) with any additional questions or for clarification.
The purpose of the performance management process at CC is to ensure that supervisors and staff communicate openly and often about performance expectations, achievements, and goals. In addition, we encourage supervisors to provide opportunities for staff to develop the skills and abilities needed to successfully contribute to the College’s mission and vision and department priorities and goals. The annual performance evaluation ensures there is a formal, dedicated time for employees and supervisors to discuss performance success, engagement, and feedback.

Supervisors are encouraged to provide performance feedback to all full-time and part-time staff using the evaluation form and in the meeting discussion.

*Employees who were hired after November 1, 2022 can work with their supervisors to decide whether to complete the annual performance review or the 90 day review to align expectations and establish goals.

The performance evaluation period is from March 1, 2022 through February 28, 2023. When providing feedback and evaluating performance, it is important to consider the entire review period and not just what has happened recently with an employee's performance.

The dialogue should represent a culmination of the ongoing conversations throughout the evaluation period on performance, projects, goal attainment, and other expectations. This process should also include a thorough review of the job description to ensure it accurately conveys current responsibilities. If you are stuck, here are some conversation starters for supervisors and for employees.

Depending on how long the new supervisor has assumed that role, the new supervisor, the previous supervisor, or a combination of both will complete the performance review. If the previous supervisor is still employed by the College, that supervisor will provide input on performance for the time that employee worked with them.
The College's Staff Annual Performance Review form is required for official documentation; however, departments may add questions or topics that are applicable to the position and/or department.

Yes, all staff must complete the self-review. This is your opportunity to provide input into your evaluation, highlight your accomplishments, document work priorities for next year, and ask for support you might need from your supervisor. Self-reviews are due to the supervisor by March 31, 2023.

Not necessarily. Sometimes priorities change or there are barriers to goal completion beyond your control. It is important for supervisors and staff to have regular feedback conversations so they can talk about this as it occurs. There should be no surprises at the annual performance review meeting.
Supervisors are responsible for obtaining signatures. Obtain all signatures on the form prior to sending the form to HR ( Signers may route and sign the form electronically if desired.
Completed and signed evaluations are due to HR ( no later than Friday, May 5, 2023.
Yes, you may appeal only if your performance rating is "Did NOT meet performance expectations." Appeals are due by May 12, 2023. Please review the Appeal Process.

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Report an issue - Last updated: 03/06/2023